Interview Assessment Form Word Document Template for the Philippines

When conducting interviews in the Philippines, you need a structured approach that balances thorough candidate evaluation with strict legal compliance. An Interview Assessment Form provides the standardized framework necessary to document your hiring decisions objectively while protecting both candidates and your organization from potential legal issues.

When do you need this document?

You should use this form for every formal interview conducted in your organization, regardless of the position level. Whether you're hiring entry-level employees, mid-management professionals, or executive candidates, consistent documentation protects your company from discrimination claims and ensures fair evaluation processes. The form becomes particularly crucial when multiple interviewers assess the same candidate, as it maintains consistency across different evaluators. You'll also need this document when conducting panel interviews, technical assessments, or behavioral evaluations where objective scoring is essential for defensible hiring decisions.

Key legal considerations

Your interview assessment must comply with multiple Philippine anti-discrimination laws while respecting candidate privacy rights. Under the Data Privacy Act of 2012, you must obtain proper consent before collecting personal information and ensure secure storage of all candidate data. The assessment criteria cannot include questions or evaluations related to age, gender, disability status, or other protected characteristics as outlined in Republic Acts 10911, 6725, and 7277. You must focus exclusively on job-relevant competencies and ensure that all interviewers understand prohibited inquiry areas. Additionally, reasonable accommodations must be provided for candidates with disabilities during the assessment process, and all evaluation criteria should directly relate to essential job functions.

Legal requirements in Philippines

Philippine labor law mandates that your interview assessment process follows Department of Labor and Employment guidelines for fair hiring practices. You must maintain detailed records of all candidate evaluations for potential regulatory review, ensuring that scoring rationales are clearly documented and justifiable. The form should include sections for verifying educational credentials and professional experience as presented in applications, supporting due diligence requirements. Technical skills assessments must be validated as job-relevant and consistently applied across all candidates for the same position. Your assessment criteria should align with the approved job description filed with DOLE, and you must be prepared to demonstrate that rejected candidates were evaluated using the same objective standards as selected applicants.